| AB 1825 E-Learning Course Requirements: |
Chrome Zebra Courses |
| A definition of unlawful sexual harassment under the FEHA and Title VII of the Civil Rights Act of 1964. |
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| FEHA and Title VII statutory provisions and case law principles concerning the prohibition against and the prevention of unlawful sexual harassment, discrimination and retaliation in employment. |
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| The types of conduct that constitute sexual harassment |
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| Remedies available for sexual harassment. |
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| Strategies to prevent sexual harassment in the workplace. |
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| Practical examples of sexual harassment including but not limited to role plays, case studies, group discussions, and examples which the employees will be able to identify with and apply in their employment setting. |
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| The limited confidentiality of the complaint process. |
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| Resources for victims of unlawful sexual harassment, such as to whom they should report any alleged harassment. |
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| The employer's obligation to conduct an effective workplace investigation of a harassment complaint. |
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| What to do if the supervisor is personally accused of harassment. |
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| The essential elements of an anti-harassment policy and how to utilize it if a harassment complaint is filed. |
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"Other forms of harassment covered by the Fair Employment Housing Act (FEHA), as specified at Government Code section 12940, subdivision (j), and discuss how harassment of an employee can cover more than one basis." |
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| Every component of the program should be highly interactive and require the learner to constantly apply knowledge. |
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| The course must use "questions that assess learning, skill-building activities that assess the supervisor's application and understanding of content learned, and numerous hypothetical scenarios about harassment, each with one or more discussion questions so that supervisors remain engaged in the training." |
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| Learners must have the opportunity to ask questions during the sexual harassment training - "An e-learning program shall provide a link to or directions on how to contact a trainer." The qualifications for a trainer have also been clarified (see below). |
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| Learner questions must be responded to "within a reasonable period of time" and within "no more than two business days" after a question is asked. |
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| The person who answers the question must also be able to "provide guidance and assistance about the training. |
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| "Two hours" of harassment training is, in the case of an e-learning program, a program that takes the supervisor no less than two hours to complete. |
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| All forms of sexual harassment training must involve a "trainer" in the development process and for answering supervisor's questions. |
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| For e-learning, an "Instructional Designer" is a person with expertise in current instructional best practices who develops a sexual harassment training program in conjunction with a qualified trainer. |
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Employers must track compliance by keeping records of its sexual harassment training. The records must include:
- Supervisory employee's name
- Training date
- Type of training
- Name of the training provider
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